negotiations, entitlement, interest, position, Thompson
It is vital to note that negotiating parties have multiple interests, and this should be identified and talked about clearly. Identification of interests begins with a review of basic needs and in the current case; these include economic well-being, a sense of belonging, security, and recognition. The hiring manager is focused on the economic well-being of the company, whereas the clinical dietician is focused on his economic well-being and the need for recognition. The two parties should not take hardline positions because the hiring manager has an opportunity of increasing salaries whereas the clinical dietician could take the salary raise without considering a position outside the company.
[...] Finding A Mutually Satisfactory Argument in Negotiations Separating Individuals from the Problem Principled negotiation requires the separation of the individuals from the problem in order to realize a mutually agreeable solution. People bear radically divergent perceptions of their entitlements, and arguing from this vantage point will delay the outcome of the negotiations (Thompson, 2008). In the current case, the clinical dietician should not look at his interest as an employee but rather consider the interests of any employee in a similar position, including those who have left. [...]
[...] Using Objective Criteria The parties should commit to the realization of an agreement based on principle rather than will. The principle of market value, for example, should be used in determining whether the clinical dietician is entitled to the salary increment or not. If so, he should take the bargain and be satisfied with the amount that will constitute the increment rather than demanding a specific amount. The hiring manager, on the other hand, should use this objective standard to give salary increments to employees and communicate the same to the CEO. [...]
[...] For instance, the clinical dietician has an annual salary increment plan in place that is commensurate to the inflation rate, and he sits within the market average. As such, he has the burden of justifying his demands such that they make sense to the human resource manager. Similarly, the human resource manager is aware of inflation and he ought to justify his planned budget cuts. Both parties should also acknowledge that their interests have contributed to the impasse. Inventing Options for Mutual Gain The invention of multiple options should be considered because it has the possibility of creating mutual gains. [...]
[...] Once such an agreement is reached, the clinical dietician should sign an agreement that he will not consider a position elsewhere, and this will create a win-win situation for both ends. References Thompson, L. L. (2008). The truth about negotiations. Pearson education. [...]
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